Labeling sexual harassment in the military: An extension and replication.

Munson, Liberty J.; Miner, Andrew; Hulin, Charles L.

doi:10.1037/0021-9010.86.2.293

Cited by 53 publications

(69 citation statements)

References 25 publications

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“…By contrast, a recent meta analysis demonstrated that GWH more strongly affected women's job satisfaction (a workplace outcome linked to workers' mental health) (Lapierre, Spector, & Leck, 2005). Finally, research on men and women in the military found no gender difference in the effects of experiencing versus labeling SH; frequency of SH experiences was more important in explaining outcomes for both genders (Munson et al, 2001). However, most research has been limited to individual workplaces or occupations.…”

Section: Hypothesismentioning

confidence: 96%

“…Sexual harassment researchers have found that only between 10% and 48% of women and about 7% of men actually label their experiences as SH (e.g., Fitzgerald et al, 1988;Magley et al, 1999;Munson et al, 2001). Again, research outside the SH literature is lacking (for an exception, see Brown, 2001), although it is likely that a reluctance to label all of one's negative experiences as harassing or discriminatory would operate regardless of harassment/discrimination type.…”

Section: Shortcomings Of Existing Research On Hdwmentioning

confidence: 99%

“…According to stress theory then, those who label their experiences as harassing or discriminatory should suffer worse outcomes. While SH research shows that labeling does not result in worse outcomes (e.g., Magley, Hulin, Fitzgerald, & DeNardo, 1999;Munson, Miner, & Hulin, 2001), similar research on other forms of HDW is lacking. Understanding the effects of labeling versus not labeling one's experiences as harassing or discriminatory has implications for organizational policy: even if employees do not report being harassed or discriminated against, their mental health and productivity may be just as strongly affected when they experience harassment-related behaviors, yet do not label these experiences as HDW.…”

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confidence: 99%

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Prevalence and Mental Health Correlates of Harassment and Discrimination in the Workplace

Rospenda

Richman

Shannon

2008

J Interpers Violence

172

176

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This study describes past-year prevalence and effects on mental health and drinking outcomes for harassment and discrimination in the workplace (HDW) in a nationally-representative randomdigit dial phone survey conducted in 2003-2004 (n=2,151). HDW measures included experiences and perceptions of sexual harassment and generalized workplace harassment, and perceived harassment or discrimination due to race/ethnicity. Prevalence was examined by sex, race, age, occupation, marital status, and education. Effects of HDW were assessed controlling for demographics and job and life stressors. Experiencing multiple types of HDW was common. Sexual harassment was more prevalent among women, and Blacks and those of other or mixed race/ethnicity experienced the highest levels of HDW overall. HDW variables explained additional variance in problem drinking and mental health beyond life and job stressors, particularly for women. This study demonstrates that HDW is a prevalent problem associated with poor mental health and problem drinking in the U.S. workforce. Keywordsworkplace harassment; discrimination; stress; drinking behavior; mental health Harassment and discrimination in the workplace (HDW) takes many forms, and can occur for a variety of reasons such as one's sex, race/ethnicity, or age. HDW may also occur for reasons not obviously based on one's social status characteristics, as in the case of generalized workplace harassment or workplace bullying 1 . A major limitation of existing research involves the lack of direct comparison of the prevalence, demographic correlates, and outcomes of different types of HDW. Such knowledge is essential in order to accurately understand the scope of the problem, further develop harassment theory, and to better translate research findings into development of appropriately targeted interventions. Utilizing a stress framework, we address the conceptualization and measurement of various forms of HDW, examine their comparative prevalence under different measurement strategies, and address mental health and alcohol use outcomes of HDW using data from the first national sample to examine multiple types of HDW.Correspondence concerning this article should be addressed to: Kathleen M. Rospenda, University of Illinois at Chicago, Psychiatric Institute (M/C 912), Room 481, 1601 W. Taylor Street, Chicago, IL 60612, or phone (312) 413-4528. krospenda@psych.uic.edu. Kathleen M. Rospenda, Judith A. Richman, and Candice A. Shannon, Department of Psychiatry.Preliminary data related to this paper were presented at the conference, "Work, Stress, and Health 2006: Making a difference in the workplace," Miami, Florida, March, 2006. 1 While generalized workplace harassment and bullying are closely related constructs, they differ in operationalization, with the term "bullying" applied specifically to experiences occurring on a regular basis and with a duration of six months or longer. See the volume edited by Einarsen and colleagues (Einarsen, Hoel, Zapf, & Cooper, 2003) for perspectives on definiti...

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Section: Hypothesismentioning

confidence: 96%

Section: Shortcomings Of Existing Research On Hdwmentioning

confidence: 99%

mentioning

confidence: 99%

See 1 more Smart Citation

Prevalence and Mental Health Correlates of Harassment and Discrimination in the Workplace

Rospenda

Richman

Shannon

2008

J Interpers Violence

172

176

View full text Add to dashboard Cite

show abstract

“…(e.g., Dey, Korn, & Sax, 1996, p. 155). This latter type of measure has been critiqued (Magley, Hulin, Fitzgerald, & DeNardo, 1999;Munson, Miner, & Hulin, 2001) because it forces respondents to label themselves as sexual harassment victims; therefore, we conducted a subanalysis comparing studies that used a behavioral measure with those that did not and repeated the analyses described below.…”

Section: Methodsmentioning

confidence: 99%

Comparing victim attributions and outcomes for workplace aggression and sexual harassment.

Hershcovis

Barling²

2010

Journal of Applied Psychology

157

138

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In 2 studies, we investigated victim attributions (Study 1) and outcomes (Study 2) for workplace aggression and sexual harassment. Drawing on social categorization theory, we argue that victims of workplace aggression and sexual harassment may make different attributions about their mistreatment. In Study 1, we investigated victim attributions in an experimental study. We hypothesized that victims of sexual harassment are more likely than victims of workplace aggression to depersonalize their mistreatment and attribute blame to the perpetrator or the perpetrator's attitudes toward their gender. In contrast, victims of workplace aggression are more likely than victims of sexual harassment to personalize the mistreatment and make internal attributions. Results supported our hypotheses. On the basis of differential attributions for these 2 types of mistreatment, we argue that victims of workplace aggression may experience stronger adverse outcomes than victims of sexual harassment. In Study 2, we compared meta-analytically the attitudinal, behavioral, and health outcomes of workplace aggression and sexual harassment. Negative outcomes of workplace aggression were stronger in magnitude than those of sexual harassment for 6 of the 8 outcome variables. Implications and future directions are discussed.

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“…This fits well with the notion of conflict escalation. The appropriateness of choosing emotional reaction as a measure of the effect of negative behaviour is shown from the research by Munson, Miner & Hulin (2001) into the effects of sexual harassment on 28,000 men and women in the military. Their research showed that emotional reaction had the strongest association with harassment compared to other outcomes such as psychological well-being, health, or organizational commitment.…”

Section: Bullying At Workmentioning

confidence: 99%

The Hidden Bullied

Dick¹,

Rayner²

2012

IJPBS

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In this article the authors look at those who have been largely ignored in previous research, those who experience bullying negative behaviours but who do not label themselves as bullied. The research objective is to examine the reliability of asking people to self-labelling themselves as bullied as a measure of actual bullying and to see if there is a threshold in the bullying experienced that leads to the bullied being willing to self label themselves as bullied and to what extent labelling as a victim of bullying impacts on the degree of emotional reaction to the negative behaviour experienced. Quantitative methods are used to analysis two large data sets to highlight a sub-set of people who do not self-label and test differences between them and the self-labelled bullied. The findings indicate that using a dichotomous system of the bullied and the not-bullied is confounding. Even at very high levels of negative behaviour there persists a tendency for respondents to not self-label. Also found was that regardless of whether self-labelled as a victim of bullying or not those who experience negative behaviour have similar strong emotional reactions to bullying. The research finds that self-labelling is a valid but unreliable measure of workplace bullying and suggests that using a Negative Behaviour index of experiences that takes into account persistence and intensity is a much more reliable measure that captures the totality of bullying.

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Labeling sexual harassment in the military: An extension and replication.

Cited by 53 publications

References 25 publications

Prevalence and Mental Health Correlates of Harassment and Discrimination in the Workplace

Prevalence and Mental Health Correlates of Harassment and Discrimination in the Workplace

Comparing victim attributions and outcomes for workplace aggression and sexual harassment.

The Hidden Bullied

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